5HR01 - Employee Relationship Management Assignment Sample

Introduction Of Employee Relationship Management

Employee relationship management may be served as a process which is undertaken by the form with an aim to create and retain highly talented workforce. Currently, firm undertakes several initiatives & programs for the purpose of employee engagement and performance enhancement. Moreover, without having talented personnel firm would not become able to build and sustain competitive position. For this project, Hilton has been selected; leading hospitality organization which offers luxurious accommodation services to the customers. In this, report will provide deeper insight about several aspects related to employee engagement, voice and conflict along with its impact on organizational performance. Further, report will also develop understanding about employee grievances, official and unofficial actions taken by the management team. It will also shed light on the concept of conciliation, mediation, and arbitration associated with employment.

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Task 1

Reviewing emerging developments to approaches to employee voice and engagement

Employee engagement is an idea which refers to how committed and enthusiastic human resource to their work. Employees believe that their contribution matters. The employee believes that their success is related to their organization. It is very important for them to get succeed. An enthusiastic worker believes that their salary is not a big thing, they believes in general healthcare and are directly related to the success of the organization.

Employee voice

To express their opinions during the work employee uses the process of employee voice so that they could have an impact at work. Employee raises voice with their employers to communicate effectively which helps them to foster the organizational process, creativity, and productivity. Employers who often use this feel more valuable, respected, happiness, and also have a better career chance. Employee voice is crucial to create inclusive workplaces.

According to Hilton, team members who are treated with respect, value, and appreciation take greater delight in providing superior service to clients while also finding more fulfilment and purpose in their respective work. Given the importance of acknowledgement, Hilton offersan annual Light Warm award to it CEOs in order to recognize them. This adds as a value and vision to their job. Hilton also offers a Catch Me at My best program. The purpose of this program is to award the employees who have worked well and their efforts are seen by the management. According to the demonstrated value appropriate to the acronym, witnesses complete a "Value Certificate" HILTON to express gratitude and respect to all of the team members who help Hilton function, Hilton also hosts a weeklong event called 'Team Member Appreciation Week' (Team Member Engagement, 2023). The Department of the Month program, which Hilton also offers, celebrates a particular department's distinctive involvement with the team. Finally, Hilton developed five keys to recognition—make it regular, make it prompt, make it particular, make it personal, and make it big-picture—to ensure that all these recognition initiatives are successful. Hilton specifically thinks that positive feedback ought to prevail over negative criticism. Additionally, to maintain the effect, the acknowledgement should take place as soon after the occurrence as possible.

Recommendations

Engagement between employee skills and the company's mission

When employees get more involved in their job they get more pleasure and more experience as they proceed further. Their abilities and skills comprehend to the success and the objective of the organization. As a result they become more productive and efficient.

Prioritizing the professional development of the employees

To place a higher priority on the workers' professional growth the employers put great emphasis by creating a better work environment. Employees have the opportunity to bring new skills and develop accordingly. Growth opportunities help the employees to find new paths in their career development (Blanchflower, Bryson and Green, 2022.). Assignments, training and shadowing programs are conducted to encourage them.

Recognizing the achievements of an employee

When their co-workers show them appreciation and respect towards their work then they believe that their job matters to them. Every employee has a distinct choice of commendation by discussing it together would make them recognized. The company ensures that their actions and recommendation are recognized. Examples cab be:

• Gift for the employee or a letter of gratitude.
• Highlighting a team member contribution in a project.
• Giving additional responsibility is chance of appraising someone.

Critically evaluating the interrelationship between employee voice and organisational performance

Employee voice and organizational performance go hand in hand. An organization get better by setting up a conversation with its employees. This makes an impact on the employees that you care about them. Further, it also helps in creating a fantastic workplace for them. If things turn shaky gaining trust helps them to serve the business. To successfully establish, recruit, select, high performance work practices are used. Examples of employee voice and organizational performance are:

Making employees feel safe

Employees' psychological safety may increase after receiving feedback. A perceived high degree of danger to factors like employee welfare, social standing, and membership in or exclusion from certain groups is what defines this.

Ensuring that leaders set the right tone

Senior leaders often engage less with their staff therefore their influence on employee voice is often oblique. Due to lack of face to face connection with the employees, the employers do not appreciate the decisions making of the employee. In the process of decision making employee voice should be included (Cabral and Jabbour, 2020). It is beneficial for the organization to assist and to propagate employee representation into their work culture.

Assessing of surveys, suggestion schemes and team meetings as approaches that can be used drive employee engagement

Polls and surveys

Surveys are useful to a company because they give information on employee involvement and lifecycles and provide quick input on matters that concern the company. Census surveys, periodic pulse feedback, new-joiner surveys, and 360-degree feedback are some of these polls. The fundamental benefit of employing surveys is that they provide direct, frank feedback that aids managers in understanding organizational problems and making wise decisions. The biggest drawback is that it is hard to assess a survey's accuracy without doing it several times, ensuring that the findings accurately represent the situation.

Effective communication

Hilton can conduct forums for direct employee communication such as meetings at work, monitoring groups and social events. Survey polls, these methods are useful for obtaining quick input on staff concerns. Employees who interact directly with administrators are incorporated into the process both upstream and downward (De Stefano and Taes, 2023). Additionally, it is simple to evaluate solutions, avoiding problems from getting worse.

The use of online platforms

Online discussion forums, venues for submitting comments and exchanging in-depth thoughts, and other features have made them useful for employee voice. They also offer information on social media analysis and organizational network analysis. These forums provide workers with the ability to express their ideas and get criticism. Employers may communicate with staff members, hold individual conferences, give incentives and rewards, and provide openness regarding performance. The flexibility and greater insight into data that social networking platforms offer are advantages to it. Their primary drawback is that to reduce worker delays, they require stricter usage rules for employees.

Presenting the differences between employee involvement and participation

Within Hilton, when workers have a higher level of job satisfaction it leads to engagement of the workers towards their organization as they play a vital role. It helps manager in keeping the workers on the top of the board. This in turn results into higher efficiency and continuity. A proper balance between participation and involvement leads creates a perfect balance and helps the employees to finish the task properly. This is how an effective relationship with the organization can be built.

Explaining the concept and design of better working lives along with the ways to promote good physical & mental health work practices

The CIPD Good Work Index research aims to describe how people work and their perspectives on it. To define what quality work entails, we collect data on seven characteristics of labor. The following are the seven dimensions:

• Pay and perks
• Contracts
• Work-life harmony
• Relationships at work, the nature of the job
• Employee voice
• Wellness and good health

Work without these downsides is not always excellent work. It focuses on recognizing the connection between an organization's workforce's mental and physical wellness, as well as the potential effects that may result (John and VP, 2020). That calls for a different perspective on work and employees than the majority of businesses adopt.

Hilton established a connection with top businesses that have opportunities to benefit stranded Team Members internationally. The global program links more than a million temporary employees made possible by the epidemic to displaced Hilton staff members from hotels and business headquarters. Hilton has employed tens of thousands of staff employees in temporary roles as of mid-September.

During COVID, Hilton has also assisted the displaced workers and has find ways to give employment to the one who lost their job in lockdown. Hilton has also done a great job by transforming vacant rooms into a resource in crises. The collaboration between Hilton and American Express in the month of April has provided 1 million hotel nights to the front line worriers fighting covid-19. To give healthy homemade food to medical heroes who resided at partnering locations, World Central Kitchen received a $1 million donation from American Expresswhich allowed Hilton to continue this critical service.

Task 2

Assessing the differences between organizational conflict and misbehaviour

Difference between formal and informal conflict is as follows:

Analyzing the key causes of employee grievances

Grievance is called when a complaint is registered by an employee for another employee. Often, employee's complaints about their workplace, poor teamwork, or in terms of their employment, harassment, prejudice, nepotism. In Hilton, causes of grievances are enumerated below:

Regarding wages

• Request for Personal Modification; Employee Feels Underpaid;
• Complaints before rewards; component rates are either too difficult or excessively low
• Errors made while calculating a worker's salary.

The method of collective bargaining

• The labor contract has been broken; the business does not effectively or promptly address union issues; the corporation is seeking to destroy the labor organization and the union's members;

• The corporation forbids supervisors from addressing and resolving employee complaints;
• The business disregards previous choices and contracts made with the employees and/or their labor union (Lipka and Giszterowicz, 2021).

Ways to avoid employee grievances are as follows:

Conversation with an unhappy employee

Talk briefly with the employee to determine the precise source of the problem. It's crucial to give them a sense of being heard. If the worker continues to insist on going through a formal grievance system, you can demand a statement in writing and take appropriate action.

Setting up a grievance redressal system

Create a grievance procedure that is available to all workers. Tell people whom to contact and guarantee them secrecy. Along with this, deadline setting is also highly required for taking action in against to the complaints received.

Explaining two skills required to successfully handle grievances and disciplinaries

The main goal of Hilton's management method is to make sure that all parties engaged experience the process fairly and uniformly. The ACAS Code of Practice must also be followed during the handling procedure. Esphr.co.uk (2018) and the People Skills Hub (2022) report from the CIPD both emphasize important measures to take to ensure equitable and open grievances, disciplinary processes for employees. Investigations and disciplinary measures, comprehensive planning are major procedures mentioned. Skills required for grievance are:

Report writing

For fruitful research Report writing abilities are necessary. To keep a track of all the key pieces of evidence writing reports is very important. It can be used by the administration or courts in making knowledgeable choices.

Critical thinking

Another important ability is critical thinking. To deal with the complicated problems effective critical thinking skills are used (Ulker-Demirel and Ciftci, 2020). The investigators solve the problem with critical thinking skills only.

Outlining official and one unofficial action an employee might take during conflict

The ACAS code of conduct has relevant information about their firms which uses it to manage grievance and disciplinary procedure. Additionally, organizations must make sure that those who make decisions are not in charge of reviewing appeals. Comprehensive grievance management is very important for maintaining a supportive workplace culture in order to avoid conflicts. It leads to promotion of a culture of mutual trust throughout the workplace.

The workers of a company suffer from serious consequences if grievances are not solved. Resentment and employee frustration lowers down the productivity at work. In general, the satisfaction with work are not being acknowledged or handled (Undy, et.al., 2022). Turnover, increased absenteeism and lawsuits arises, which leads to disruption. Suppose, complaints aren't addressed properly then there is a chance of getting small problems which might get convert into the bigger problems. Ineffective handling of grievances produces penalties for the company.

Employers and workers must adhere to the guidelines outlined in the ACAS Code of Practice on Disciplinary and Disputes when resolving these matters in the workplace. The tribunal must make sure that both the company and the worker have behaved in line with the Code of Practice and utilize it as a clear benchmark for best practices.

Differentiate between emerging trends in conflicts and industrial sanctions.

As time goes on conflict and economic sanctions take on different forms. Adversary's systems and networks of computers are used in this sort of warfare, frequently to interrupt or take down the networks in question. Sanctions against the industry are also becoming increasingly typical. Litigation and commercial penalties have significantly changed how enterprise is conducted in the modern era. Syndicates today interact with companies in a cordial manner, asopposed to the past. Corresponding to this, laborlaws now place more emphasis on personal growth than just making sure that incomes are paid punctually and that employees put up with harsh evaluations of their work (Wilkinson, Barry and Morrison, 2020). Structured workplace disagreements are organized displays of disagreement that are communicated with a collective bargaining agreement or another sort of labor association.

Domestically and at earlier phases has resulted in some modifications to policy on managing conflicts at work larger responsibility for organizations to manage disputes. The nature of conflict and how it is handled inside the organization are the main topics. Similar authorized acts, includinggo-slows and work-to-rule commitments, might support attacks.Disturbances are regarded as being legitimate events when they are authorized by the employer's leadership of the union and carried out in accordance with the legislation and any procedures andagreements made during bargaining over wages. Since there can be no foundation for the unstructured workplace dispute inside of established organizations while it originates through emotions of discontent, it is merely subjective.

Differentiating between conciliation, mediation, and arbitration

Explaining principles of the key legislation relating to unfair dismissal law and the process

In the context of Hilton, legal safeguards are used as a measure of prevention for the employees from being fired. The very common reason for a fair dismissal of a staff member occurs when they act in a manner that is not proper to the company they are no longer being able to perform their duties. The process of informing the worker in writing of the plan to fire them, includes firing grounds provided by the company.

Someone who works for an organization may have a claim for wrongful termination if a company fails to adhere to this process or if they fire someone without giving them a reasonable cause.

To address an issue with capacity an approach that motivates a worker to get better should be used by the company (Blanchflower, Bryson and Green, 2022). This allows a worker to get stronger and helps in preventing any new issues from developing. A company might provide the following for the employee, such as making adjustments for their job scheduling counselling appointments.

Comparing various employee bodies including union and nonunion forms of employee representation

Employee representation

Things like hourly wages, advantages, and work environment the representation of employee looks for a union or another employee who will going to represent them in front of their managers.

Union and non-union representation

Non-union: Workforce Agreement Representatives

Workplace agreements may be present when both employers and staff members concur on the specific way legislation should be applied to the job in terms of work hours, paternity and maternity leave, and fixed-term work.

Trade union: Pension Representatives

Pension representatives are people chosen against their best interests who receive paid time off from employment to perform their tasks and are safeguarded against termination. According to the Professional and Personal Pension Schemes Regulations 2006, the goal of consultation regarding modifications to pension structures is known as the "listed" adjustments.

Comparison between different employee representation

• Unlike non-union employees, unionized Employees are represented in discussions with their employer which is known as union. Non-union employees are not represented by a group in discussions with their employer (Cabral and Jabbour, 2020).
• Employees who are the members of a union enjoys better perks and workplace conditions as compared with the non-members. Since non-union lacks a representative organization to negotiate on their behalf, non-union workers have to agree to the package of benefits offered by their employer.
• The complexity may be seen in a couple of the elements that distinguish different unionized and non-unionization organizations. The group of individuals in charge of setting the workplace ethos is ultimately what makes distinctions (De Stefano and Taes, 2023).
• Within a non-unionization work environment, the business entity has the largest amount of authority; in regards to this, the corporation establishes job requirements, hours of operation, decides compensation, upholds disciplining autonomy, promotes employees, and manages various facets of the office environment.

Defining and describing the statutory recognition procedure relating to collective employment law, including official & unofficial action

Collective bargaining, knowledge sharing and inquiry are the pieces of the collective dimensions. Respected unions and the employers collaborate together to discuss the compensation and circumstances. For example the Trade Union and Labor Relations Act (1992), this recognizes labor negotiations, redundancies. In light of this, hire agreements are governed by the laws of contract. A clear job proposal with the company must be included in the hiring agreement in such a scenario per contractual law (Trade Union and Labor Relations (Consolidation) Act 1992, 2023). Although the person whogets the proposition is obligated to take it, it may be dependent. The Act is designed to maintain labor relations with collective enactments and in accordance with industrial relations, industrial action, employee associations, and trade unions.

An individual whose work operates over a contract for service or training is considered to be a staff member in the UK, according to the legislation known as the Employment Rights Act (1996). The main components of the fundamental paperwork, or the key affirmation, are what a deal regarding employment must have in order to be legally valid. The minimal criteria of the underlying declaration cover essential elements particularly salary, containing the volume and timing of payments, hours of labor, compensation for holidays, comprising its method of computation, quantity of absence for illness and salaries, and whatever extra paid days off (Employment Rights Act 1996, 2023). The foundation of the bargaining process is those clauses. A letter of intent for occupation is quite similar to additional contracts in numerous aspects. Temporary schedules are affected in the above manner by macroeconomic phenomena. A motive involving both sides should be present, including the worker's employment in return forthe company's salary proposal.

Evaluating the purpose of collective bargaining concerning substantive and procedural agreements

Workers band up and negotiate collectively with the company they work for to get higher wages, conditions of employment, and other perks. Goals of collective bargaining includes a louder voice at work and securing increased wages and working conditions.

Collective bargaining are often done between an employer and a union. The unit of negotiation are represented by a union. Management's duty is to speak for the employer. Through collective bargaining each party delivers its own recommendations to the opposite side. The CBA, which propagates and outlines all terms and circumstances of employment, is a legal contract. It covers things like pay, working hours, vacation, sick days, and grievances processes (Hans, 2021). The CBA becomes the agreement between the company and the staff members once it has been approved by both parties. The CBA's conditions were now binding on the workers, so the firm is obliged to offer all the advantages described in the CBA.

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Conclusion

By summing up this report, it has been articulated that Hilton can increase both productivity and profitability by adopting the practices of employee engagement and voice. It can be stated from the evaluation that employee voice and organizational performance is highly interrelated. Besides this, it can be inferred from the evaluation that by undertaking competent grievance and compliant handling process Hilton can build as well as manage prominent relationship with personnel.

References

Books and Journals

• Akpan, A.P., Okwudu, A.A. and Imagha, O.A., 2021. Exploring the Link between Employee Relationship Management and Organisational Citizenship Behaviour.Saudi J Econ Fin.5(4). pp.164-172.
• Blanchflower, D.G., Bryson, A. and Green, C., 2022. Trade unions and the well?being of workers.British Journal of Industrial Relations.60(2). pp.255-277.
• Cabral, C. and Jabbour, C.J.C., 2020. Understanding the human side of green hospitality management.International Journal of Hospitality Management.88. p.102389.
• De Stefano, V. and Taes, S., 2023. Algorithmic management and collective bargaining.Transfer: European Review of Labour and Research.29(1). pp.21-36.
• Hans, S., 2021. Strategic Human Resource Management and Employee Relationship Management: An Approach for Realizing Sustainable Competitive Advantage.IUP Journal of Organizational Behavior. 20(4).
• John, A. and VP, J.R., 2020. Employer branding: A decisive means of employee relationship management.International Journal of Knowledge-Based Organizations (IJKBO),10(3), pp.23-40.
• Kwon, K. and Kim, T., 2020. An integrative literature review of employee engagement and innovative behaviour: Revisiting the JD-R model.Human Resource Management Review.30(2). p.100704.
• Lee, Y. and Kim, K.H., 2021. Enhancing employee advocacy on social media: the value of internal relationship management approach.Corporate Communications: An International Journal. 26(2). pp.311-327.
• Lipka, A. and Giszterowicz, A., 2021. Increasing Project Effectiveness by Combining the FMEA Method Results and the Costs of Quality (Based on the Example of an Employee Relationship Management Project).Journal of Intercultural Management.13(1). pp.26-68.
• Ulker-Demirel, E. and Ciftci, G., 2020. A systematic literature review of the theory of planned behaviour in tourism, leisure and hospitality management research.Journal of Hospitality and Tourism Management. 43. pp.209-219.
• Undy, R., Ellis, V., McCarthy, W.E.J. and Halmos, A.M., 2022.Change in Trade Unions: the Development of UK Unions since the 1960s(Vol. 20). Taylor & Francis.
• Wilkinson, A., Barry, M. and Morrison, E., 2020. Toward an integration of research on employee voice.Human Resource Management Review.30(1).

Online

• Employment Rights Act 1996. 2023. Online. Available through: < https://www.legislation.gov.uk/ukpga/1996/18/contents>
• Team Member Engagement. 2023. Online. Available through: < https://cr.hilton.com/wp-content/uploads/2020/04/Hilton-Team-Member-Engagement.pdf>
• Trade Union and Labour Relations (Consolidation) Act 1992. 2023. Online. Available through: < https://www.legislation.gov.uk/ukpga/1992/52/contents>